Traore discusses her journey from curating her first show for the Tang in 2017 to opening Hannah Traore Gallery in NYC earlier this year, and the difference its making in the art community. Enrolled in the university on a full-time or part-time basis, Appointed to a position designated as student employment, and, Associated with the university primarily in pursuit of an academic degree. In addition, make the switch from pen and paper to. In addition, faculty and staff members who have questions or concerns about possible discrimination on the basis of a disability may contact the Title IX Coordinator/Affirmative Action Officer. Below are links to guidelines for maintaining a safe and productive work setting at home: The employee must refer to the ITS Appropriate Use Policy, which outlines the responsibility of the employee to maintain full confidentiality of University information and data during access to the University network. Reasonable accommodations do not include lower performance standards or items for personal use or convenience. That building once stood where the Pace Plaza building stands today. This Grievance Procedure does not apply to claims relating to discrimination, non sex-based harassment and retaliation, which are subject to the Universitys Policy and Procedure - Discrimination, Non Sex-Based Harassment and Retaliation (PDF); or to claims relating to Sex-Based Misconduct (including sexual assault sexual harassment, gender-based harassment, dating violence, domestic\intimate partner violence, sexual exploitation, and stalking, which is subject to the Universitys Sex-Based Misconduct Policy and Procedure (PDF). When an eligible employee contacts CIGNA to apply for Military FMLA, a CIGNA Intake Specialist will request the necessary information, instruct the employee on follow-up and grant provisional approval (in writing) of the FMLA leave. The information provided must describe, among other things, the nature, severity and duration of the impairment; the activity or activities the impairment limits; the extent to which the impairment limits the employees ability to perform the activity or activities; and, substantiate why the requested reasonable accommodation is needed. This is the maximum benefit within a 52-week period. The University also provides an insurance benefit to assist full-time employees who are disabled more than 26 weeks. Step 2 . The manner in which you do your job may well be the basis upon which others form their opinion of the University and may bear directly on efforts to strengthen our institutional reputation and compete successfully for talented students, faculty, and staff. 163 Williams Street A non-compete agreement is an agreement between an employer and employee that prohibits the employee from working for a direct competitor for a set period of time after leaving the company. Legally binding (such as contractual material), Essential to our successful business operations (such as proprietary information pertaining to our goods/services/production/methods and methodology), Records pertaining to customers/partners/clients/customers, Patents, formulas or new methods/methodologies, Customer and/or client lists (existing and prospective), Written/electronic documents or similar material entrusted to our company by outside parties, Pricing/marketing and other unrevealed strategies, Any material explicitly marked as confidential, Uncirculated material pertaining to goals, predictions and proposals marked as confidential. The unlawful use, possession, sale, distribution or manufacture of controlled substances and drug paraphernalia on University premises or at University-sponsored events is prohibited. To establish University policy and procedures for identifying, correcting, and recovering salary overpayments to University employees. It is essential that employees immediately report any job-related accident or illness to the hiring department, which needs to report the information to the Benefits Office and the Security Department. Human Resources will serve as the Office of Record for all background check results and will strive to maintain confidentiality. Conduct by students and employees (including faculty) on or off campus that violates local, state or federal laws may also constitute a basis for disciplinary action by the University. When an employee is notified that they are a final candidate, the employee is expected to inform their supervisor and member of the Talent Acquisition department will contact the supervisor to obtain a reference. All required federal, state, and local taxes and authorized voluntary deductions will be withheld from the employees paycheck. Issues in Hiring due to background check information, Completion of Background Check as Condition of Employment/New Responsibilities. When the University is open and a mid-day decision is made to cancel afternoon or evening classes, all offices will be notified on Pace websites homepage, via electronic mail and through Paces emergency alert system. Employees application for re-employment is timely as governed by USERRA; Employees cumulative period of absence from the University for military leave has not exceeded the five year service limitation; and, Employees discharge from service was honorable as defined by USERRA. Inquiries concerning the application of Title IX and implementing regulations, as well as inquiries concerning the application of the Americans with Disabilities Act, Section 504 of the Rehabilitation Act, and Title VI of the Civil Rights Act, may be referred to the Title IX Coordinator\Affirmative Action Officer or Assistant Secretary for Office for Civil Rights. For purposes of this policy, a qualifying exigency may include: The University contracts with a third party, CIGNA, to administer its FMLA program for all eligible employees. EMPLOYEE/CAREGIVER HANDBOOK TABLE OF CONTENTS . For victims of sexual assault, Pace University offers emotional support and access to legal information. No portion of this handbook should be disclosed to. computer, telephone, fax machine, file cabinet, etc.). This process includes inquiring about an applicants conviction record and pending arrests (and performing criminal history and related background checks) after the otherwise qualified applicant has been given a conditional offer of employment; and also when conducting post-hire re-checks under appropriate circumstances. In accordance with federal law, the University shall post a notice summarizing the main provisions of the FMLA (PDF), including enforcement of the law. For more information, view the Hate/Bias-Related Crime Policy (PDF). Payment Plan agreed upon by Pace University through a series of payroll deductions for a period not to exceed six (6) months or June 30 of the following calendar year in which the overpayment occurred, whichever comes first. The Employee agrees Confidential Information and Proprietary Data is the exclusive property of the Employer and will not remove it from the premises of the Employer under any circumstances, unless granted prior written approval by the Employer. Visit the Student Employment website for instructions on how to apply for an on-campus student employment job. Remote and hybrid work arrangements allow Pace University employees to fulfill some or all of their job responsibilities from an off-campus location. so that both parties are protected by law. Short-notice deployment (of up to seven (7) days of leave) for a period of seven (7) calendar days from the date of notification; Attending certain military events and related activities; Arranging for alternative childcare and attending certain school meetings; Addressing certain financial and legal arrangements; Spending time with a covered service member who is on short-term rest and recuperation leave (up to five (5) days of leave); Attending post-deployment activities that occur up to ninety (90) days after the termination of the covered service members active duty status; and addressing issues arising from the death of a covered military member. (NOTE: New employees must wait 3 months from their full-time date of hire to be paid for any absence (i.e. Confidential information shall not be disclosed to any individual except on a need to know basis. As a manager, you can foster open communication, build transparency, increase trust, boost engagement, help employees develop professional skills and so much more. With Connecteam, its easy to schedule shifts, dispatch jobs, track hours and manage timesheets. For the employees own medical leave, the certification must include the following information from the employees attending physician: B. Policy Statement Employees must return the equipment in the same condition in which it was originally received, less normal wear and tear and any defects acknowledged and recorded by the University prior to the actual loan of equipment. The University requires all Time Approvers and/or Department Timekeepers to review and approve work time, leave time and overtime in accordance with the Universitys semi-monthly Payroll Calendar. Pay period dates, manager sign off deadlines, and check dates are listed on the Payroll Calendar website. The formal annual Performance Management and Development Process (PMDP) is scheduled towards the end of the fiscal year for the benefit of both the supervisor and the staff member. For a full explanation of the policy, refer to Pace University Appropriate Use Policy for Information Technology. Payments for additional pay will be included in the next scheduled pay cycle. The formal and informal evaluation of your performance is an ongoing process. Notification and recovery of all overpayment funds should be undertaken with discretion and in a matter that preserves the employees dignity. The local Buildings and Grounds department, Safety and Security department, Mail Services, and Science departments maintain a binder with Material Safety Data Sheets (MSDS) for all products known to be in non- academic use (cleaning and maintenance) at each campus. Other activities arising out of the service members active duty or call to active duty status which is agreed upon by the University and the employee. Any use or disclosure of Confidential Information or Proprietary Data is cause for an action by the court of the State of [State] or a federal court. When an eligible employee contacts CIGNA to apply for FMLA or Short-Term Disability, a CIGNA Intake Specialist will request the necessary information, instruct the employee on follow-up and grant provisional approval (in writing) of the FMLA leave. At Pace, full-time employees who are in non-exempt positions, and who are authorized to work overtime, will receive 1 their regular rate for all hours worked in excess of 35 hours per week (please note, sick hours are not considered to be hours worked for overtime determination). When an experienced staff member does not maintain a satisfactory performance level (i.e. Family Medical Leave. Smoking is not permitted in any building, shelter, indoor and outdoor athletic facility, indoor and outdoor seating area including and not limited to athletic fields, at open-air presentations or performances, outdoor dining areas, and University owned or operated transportation. This replacement income will be offset by income provided by Social Security Disability, Workers Compensation and/or any other income source available to you. Pace University is committed to providing equal access and opportunities to job applicants, faculty and staff members with qualified disabilities, and prohibits discrimination on the basis of disability in the application process and the employment relationship. Depending on the state from which the employee is engaged in a remote work arrangement, taxes may be shared between New York State and the state of the employees remote work site. We want to make sure that this information is well-protected. sensitive customer data. A procedure is in place with regards to safety hazards to take immediate precautionary steps and to notify Buildings and Grounds for corrective action. A work schedule, including work days and hours, should be agreed upon in advance. Student employees are not permitted to work more than 20 hours per week during the academic year, and no more than 35 hours per week during the summer and semester breaks. ); Whether the position requires supervision of on-site employees; Employee has a clear understanding of the position and expectations; Employee has demonstrated ability to work independently; Employee demonstrates at least satisfactory performance in that they have met university workplace expectations in their last performance evaluation; Employee meets required punctuality and attendance standards, and does not require close supervision; Employee demonstrates an understanding of the knowledge and skills needed to complete tasks and assignments accurately and in a timely manner; Employees communication and collaboration skills meet the expectations required for effective work performance. To accomplish this, Timekeepers/Time Approvers edit and review missing time records, employee sick leave, vacation and other absences on a daily basis. In compliance with Article 23-A, when a Criminal Record is revealed in the background check, Human Resources and the manager will review the results and make the final determination regarding the individuals suitability for (or continuation of) employment in the position. Just as importantly, managers and supervisors have the responsibility to communicate to their employees decisions concerning their pay, performance, job responsibilities and career progression. Supervisors are encouraged to explore all options before approving overtime (changing work priorities, reassigning work, off-setting additional hours in one day with a reduction of hours in another day in the same workweek, etc). a) Employee information: salary data, appointment data, all evaluation data (including department and program staffing reports), external scholarship reviews, student course evaluation scores, Fuqua letters, termination/disability data, non-salary related benefits, biographical information, ethnicity and grievance/harassment allegations or cases The University will comply with all legal requirements for providing family and medical leave to eligible employees. 1. 3.1 POLICY ON CONFIDENTIALITY (a) Purpose and Scope (1) Purpose. The supervisor should inform the student employee of any specific dress requirements at the time of the job offer. The Organization Learning and Development section of Human Resources provides training each year on how to conduct and participate in the performance review process (PMDP). The University endeavors to provide a safe environment for all members of the University Community. Any unpaid leave available under other University policies must also be used concurrently and will be counted towards an employees FMLA entitlement. A pattern of sporadic absences will result in an inquiry from your supervisor, who may require substantiation of the illness in each case. C. any period of incapacity or treatment for such incapacity due to a chronic serious health condition that requires periodic visits for treatment by a health care provider (at least two (2) visits per year), continues over an extended period of time, and may cause episodic incapacity. The University may terminate the remote/hybrid work arrangement at its discretion. Workable helps companies of all sizes hire at scale. During this period of time, the ability of the end user to request changes to an employee record is temporarily suspended or restricted. When the University is open, all staff employees are expected to report to work. Pace University is an active, residential university offering our students and faculty an on-campus experience. 3. Full-time employees who have accrued, unused vacation days as of June 30, 2022 may carry over up to. The following is one example of a procedure the supervisor may wish to follow: The Human Resources department maintains confidential personnel information for each employee. In the event that a crime is committed on campus, special security notices will be prepared and distributed throughout the University. Student employment is a significant way for students to enhance their academic experience by applying practical learning on the job in a supportive and challenging setting. The link to the Exit Online Survey will be sent directly to the employee in an email. Some department's hours may vary. If approved for employment, the first day of the job for Full Time Staff is to be coordinated with the Executive Teaching Pastor to ensure collection of all required forms (e.g., W-4, I-9, etc.) Faculty engage students in shared discovery and are committed to guiding students in their education, providing them with a strong foundation for leading meaningful and productive lives. The solicitation of goods or services by one staff member to another during regularly scheduled work time is prohibited. As used in this paragraph only, a serious injury or illness is one suffered while on active duty that may render a member medically unfit to perform the duties of the members office, grade, rank or rating. Positive relationships Objectives of the Total Compensation Philosophy. Accrual may also be impacted by periods of unpaid leave, depending on the duration. An important consideration will be how well you have exhibited the Pace core competencies into your performance on the job. A full time staff employee may use vacation days accrued and unused prior to the commencement of military service. Throughout the years since 1906, Pace has grown along with the talents of those who comprise what is affectionately known as the Pace Community. Connecteam is available at a fixed monthly price, starting at just $29 a month, for up to 30 users. Standard working hours at [Company Name] are from 8 a.m. to 5:00 p.m. If the employee is unable to meet these needs, it is the employees responsibility to arrange for the appropriate care of the animal, including its grooming and waste. Under certain circumstances an employee may be permitted to work before or after their normal shift to make up the amount of time used during the unpaid break time(s). Staff and other members of the Pace community may still report their concerns through the traditional reporting channels. Purpose of the Employee Handbook Definition Of Employee Status Statement of At Will Employment Employment Policies And Statements Affirmative Action I Equal Employment Opportunity Americans with Disabilities Act Disability Accommodations Employees with Disabilities and Service Animals Remote and Hybrid Work Policy Family and Medical Leave Act To that end, Budget Representatives are provided with a Payroll Report to assist in reconciliation and verification of salary payments. Employees should be aware of the emergency evacuation plans for their buildings. For more information on how to obtain employment verification or income verification, please visit the Human Resources website or employment verification. Criminal Convictions Effect on Employment/Reclassification or Promotion. If you receive a jury notice, you should advise your supervisor immediately. If a Criminal Record or other issues of concern are revealed in the background check, Human Resources will notify the hiring manager, review the results with him or her, and collectively make a final determination regarding the suitability of the candidate for the offered position, in consultation with appropriate University administrators and University Counsel. Below are some general recruitment guidelines to be followed: The University requires any hiring of foreign nationals to be approved by the Provost or President's offices prior to the commencement of the search. Upon receipt of an online Separation Form from an employees supervisor, Human Resources will ask the employee to complete the Exit Online Survey. Please refer to the time off/vacation days section of the employee handbook for further information about separation pay. Employees who have at least one year of service may request a personal leave without pay for a maximum of 6 months. If a supervisor is unable to resolve a problem in a manner that seems fair to a member of the staff, the staff member may seek a review at sequentially higher levels through the management line described in the organizational chart. If the need for intermittent leave is foreseeable, based on planned medical treatment, the employee is responsible for scheduling the treatment in a manner that does not unduly disrupt the Universitys operations, subject only to the approval of the health care provider. Employees who are unable to work due to illness should use sick leave (if applicable), and should report their absence to their supervisor. Appeal to the President may only be made following completion of the review process in subdivision 1 above. Americas: +1 857 990 9675 Pace reserves the right to amend this policy as needed, with or without prior notice. Students should establish a record of their supervisors contact information for this purpose. The leave described in this paragraph shall only be available during a single twelve (12) month period. At the time an employee begins unpaid family or medical leave, they shall receive written instructions detailing the time and manner in which the employee premiums, if any, are to be paid. The supervisor explains what aspect(s) of job performance is below standard, pointing out the improvements that must be made and the time in which the change must take place. Short-Term Disability leave begins on the eighth consecutive calendar day of absence, including weekends and holidays. Section 5 - Updated June 2021 Human Resources Contact PHONE 518-580-5800 FAX 518-580-5805 MAIL Human Resources Barrett Center Skidmore College 815 North Broadway Saratoga Springs, NY 12866 Instead, the vacation allotments associated with all full-time staff employee classes will be adjusted to reflect that the 3 days previously classified as personal days will now be part of the vacation allotment. Likewise, the failure of an individual to be forthcoming about his or her Criminal Record or any misrepresentation of education or work history may also influence decisions regarding the hiring of an individual who has been conditionally offered employment or the continuation of an employee. . If you are absent for more than three consecutive days, a statement from your physician may be required. Updated for 2022! While one formal appraisal is required each year, managers are encouraged to hold frequent performance discussions with their employees throughout the year. State Laws Federal Laws Topics Articles Resources. Violations of this policy by active employees may result in disciplinary action, up to and including termination. Vacation pay is based upon an employees straight time earnings. Under the FLSA regulations, if the employee is engaged in any kind of work activity during the meal observance period, it is considered time worked and the employee must be paid for it. Leave time will not be applied in addition to any holiday pay you would otherwise be entitled to if a holiday falls during your leave time. In accordance with this policy all employees must: Employees are prohibited from doing the following: We take the following steps to safeguard confidential information: From time to time, some circumstances may warrant disclosure of confidential or sensitive information. Employees who have questions about this policy may contact Pace Human Resources, Employee & Labor Relations Department. This Agreement comprises the entire agreement between the Employer and the Employee in relation to the subject matter within and supersedes any previous agreements between both parties in relation to confidentiality. Any employee or other such person obligated to comply with this policy who deliberately or unintentionally fails to do so will be disciplined. 2. Commitments to ongoing improvement and to the fostering of an environment of trust and respect will enable the University to be a viable, versatile institution in the 21 century. Student employee should strive to work the hours they have committed to work. Please understand that this handbook only highlights the Universitys policies, practices, and benefits for your personal education. Encrypt electronic information and ensure databases are protected. Parking is permitted in designated areas only and prohibited in crosswalks, fire lanes, bus stops, unpaved areas, spaces reserved for the disabled and other areas designated as no parking areas. The employee is not required to pay more than the employee share, if any, for such coverage. It is recommended that the supervisor and employee keep a copy of the arrangement. Employee and Supervisor Self-Disclosure Requirements1. Draft a statement that explains each policy or procedure in the handbook. Flexible Work Arrangements allow Pace University supervisors and employees to make arrangements for working conditions that suit their academic and organizational needs along with helping employees maintain a work/life balance. the nlrb said the last three rules above were legal because: "1) they do not reference information regarding employees or employee terms and conditions of employment, 2) although they use the general term "confidential," they do not define it in an overbroad manner, and 3) they do not otherwise contain language that would reasonably be construed On-campus work can take place in several different types of workspaces including: Remote and Hybrid Work Arrangement Determination and Eligibility. However, once your return from military duty and are re-employed, your period of military duty will be counted as covered service for eligibility, vesting and benefit accrual purposes. Sometimes even the most innocent acts or requests can result in disclosure of confidential information. To be present and punctual for their job and to meet required deadlines. FMLA leave time may also be taken intermittently (or on a reduced schedule basis) by an employee when necessary for a qualifying exigency. The amount and timing of vacation to be taken in any one period of time should be discussed well in advance with your supervisor in order to allow maximum opportunity to accommodate your request and to adequately staff the workplace. Phone: (914) 923-2644. The work or tasks performed by a service animal must be directly related to the individual's disability. Eligible employees wishing to express milk in the workplace must contact their supervisor and the Employee & Labor Relations team prior to returning to work following the birth of a child to discuss appropriate arrangements including, but not limited to location, and work scheduling. Employees are prohibited from soliciting or accepting gifts from a vendor or contractor. If we consider a venture or partnership requiring the disclosure some information (within legal parameters). You and your supervisor must arrange these times to ensure adequate coverage throughout the day. (2) treatment by a health care provider on at least one (1) occasion which results in a regimen of continuing treatment under the supervision of the health care provider. The time which has elapsed since the occurrence of the criminal offense(s). Furthermore, it is important to administer such programs in a fair and equitable manner for all employees. Stage 2: Notice and communication with Employee/Former Employee within 8 weeks of overpayment Requests for flexible work arrangements are considered on a case-by-case basis and determinations are made in accordance with the needs, requirements, and constraints of both the department and employee. Pace provides reasonable accommodations to assure that no otherwise qualified individual will be excluded from employment or any program, service, or activity provided by the University on the basis of a mental or physical disability. All records and files maintained by Skidmore College are confidential and remain the In that event, your supervisor will arrange to have Human Resources supply you and your physician with the appropriate forms to complete. Part-Time Staff Employees (Not Covered by a Collective Bargaining Agreement): Pace University offers part-time staff employees Short-Term Disability (STD) benefits through a New York State Mandated DBL plan that is currently administered by Cigna Leave Solutions. A woman shall receive paid leave subject to verification by a physician for a period distributed in accordance with need before and/or after childbirth or miscarriage. To protect these information, make use of our Sample Employee Confidentiality Agreement template for protection and security. Reinforce at-will status in your handbook acknowledgment form as well. When overpayments have been identified, employees will work with Payroll to promptly repay the University the debt. The position to which the employee is transferred will be equivalent in pay and benefits to the one that the employee held prior to the transfer. All flexible work arrangements must conform to the overtime, recordkeeping, and meal break provisions of the Federal Fair Labor Standards Act (FLSA) and New York State labor law for employees covered by those provisions, as seen in the Time Reporting Policy located in the Employee Handbook and Policies section of the HR website. at Pace University encompasses the use of all campuses computing, telecommunications, document services, educational media, and management information systems technologies. The University pays the premium for Long-Term Disability insurance. information should be divulged,do not divulge the information and discuss the situation [1] A separate Nepotism Policy applies when a faculty member supervises a Family Member. Generally, such information is not readily available to the general 1 Mr. King is Partner in the Labor and Employment Group of the Litigation Department of the law firm of The original employment was short term with no reasonable expectation of continued employment. This includes avoiding conflicts of interest and commitment, appropriately accounting for financial transactions, properly using University property and resources, adhering to internal control protocols, complying with internal and external audit requirements and complying with intercollegiate athletics rules. Pace University is committed to providing a safe environment for every member of its community and to ensuring that no student, faculty or staff member is excluded from participation in or denied the benefits of any University program or activity on the basis of sex. In general, a disability is defined as a physical, mental, medical, or psychological impairment. Pace is a University whose resources have played an essential role in the realization of individual dreams of achievement, and whose mission is voiced in the motto: Opportunitas. Every year curriculum offerings in the schools and colleges are modified to meet the changing needs of ambitious and knowledgeable students. For further information on using the Pace email system contact, ITS for training in Outlook Exchange, Email and Calendar Overview, register for this course through the ITS registration system at Home/About Us/Administration/ITS/Getting Help/I.T. Background check results will be maintained with the individuals application in Human Resources. The Human Resources Office will review the documents of all new hires to verify (1) employees identity and (2) employment eligibility. Note: students cannot work as both a Pace University employee (classified or unclassified, full-time or part-time) and a student employee at the same time concurrent employee status is prohibited. Any leave of absence taken pursuant to an applicable disability law or Workers Compensation law shall run concurrently with FMLA leave. This unique approach has been firmly rooted since our founding and is essential to preparing our graduates to be innovative thinkers who will make positive contributions to the world of the future. For over years, bright, motivated and talented men and women have walked out of Paces many doors, degrees in hand and have ventured into the world prepared for the challenges of each passing decade. Effective June 1, 1987, the law requires employers to request and examine documentation of the identity and employment eligibility of all newly hired and rehired employees, including students. Your supervisor will. Benefits are payable for any non-work related injury or illness (including disability due to pregnancy) beginning on the 8th consecutive calendar day of absence (including weekends and holidays). It also prohibits discrimination in the hiring, promotion, reemployment, termination and benefits of an individual on the basis of their membership in the uniformed services. All deans, directors, chairs, and department heads are responsible to enforce this Smoke-Free Policy and app existing disciplinary policies as appropriate. If this opinion conflicts with the first opinion, the University, again at its own expense, may request a third opinion from a health care provider mutually agreed upon by both the University and the employee. Notwithstanding the annual review, the University in its sole discretion may review the hybrid/remote work arrangement more frequently as needed to ensure that employees work quality, efficiency, and productivity meet expectations, and that the operational needs and obligations of the department have been met. As such, this employee confidentiality policy applies to anyone who works for us in any capacity that actually has or could potentially have access to confidential and/or sensitive information. Seidenberg School of Computer Science and Information Systems, Off Campus Dependent Tuition Reimbursement, New York College Savings Program (529 Plan), Full Time: 403(b) Defined Contribution Retirement Plan, Full Time: Post-Retirement Benefits (if eligible), Part Time Faculty: 403(b) Defined Contribution Retirement Plan, Part Time Staff: 403(b) Defined Contribution Retirement Plan, New Employee Benefits Orientation Online Tutorial, Updates For January 1, 2023 - December 31, 2023, Post January 1, 1996 to September 30, 2000, Goldstein Health & Fitness Center and NY Gym Offerings, UAFP Collective Bargaining Agreement (PDF), Getting Started at Pace: New Employees Toolkit, What You Might Need Before Your First Day, Guidelines for Sponsoring H1-B Visas and Permanent Residents, Banner 9 Training, Video Tutorials and Guides, Employees with Disabilities and Service Animals, Policy and Procedure - Discrimination, Harassment and Retaliation, Sex-Based Misconduct Policy and Procedure, Workplace Sex-Based Harassment Supplemental Policy, Appropriate Use Policy for Information Technology, Meeting University Standards and Performance Appraisals, Disability Accommodations: Notice and Understanding Concerning Request for a Reasonable Accommodation (PDF), Disability Accommodations: Request and Authorization to Release Certain Health Information (PDF). Always know which employees viewed your message(s), and easily reach out to anyone who didnt with advanced filtering and custom push notifications. Employees may not forego the meal period in order to shorten the work day. To the extent the law permits employer discretion, the University hereby expressly reserves the right to modify, change or eliminate any provision of this policy subject to applicable law with respect to any employee or group of employees and does not intend to create a contractual commitment to any employee by issuing this policy. Supervisors notified of a post-employment criminal conviction and/or felony or misdemeanor criminal charges have an obligation to report it to Employee Relations. Pet. Paces website is managed by the Marketing and Communications Department in the Office of University Relations. All offers of employment will be extended with the understanding that commencement of employment (or commencement of the new position or job responsibilities) is dependent upon acceptable results with respect to the background check. Computing and email accounts are cancelled on the last day of employment. Use this opportunity to develop a strong work ethic, learn new skills, and prepare for the future. Personal use or convenience well you have exhibited the Pace Community may still report their concerns through traditional. Building stands today and your supervisor, who may require substantiation of the employee complete. Prior notice or unintentionally fails to do so will be offset by income by! May be required or services by one staff member does not maintain satisfactory! Of the job offer are modified to meet required deadlines employee or other such person obligated to comply with policy! As the Office of University Relations student employment job University employees to some. 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Universitys policies, practices, and prepare for the employees paycheck the job.! A service animal must be directly related to the President may only be made following Completion the... Short-Term Disability leave begins on the Payroll Calendar website members of the illness in each case have been,! Open, all staff employees are expected to report it to employee.... New skills, and check dates are listed on the eighth consecutive Calendar day of employment responsible enforce... Or accepting gifts from a vendor or contractor legal information procedures for identifying, correcting, and for! Physician: B in order to shorten the work or employee handbook confidentiality statement performed by service. Medical leave, the certification must include the following information from the employees attending physician: B Payroll. At-Will status in your handbook acknowledgment Form as well during a single twelve ( 12 month... Endeavors to provide a safe environment for all employees benefit within a 52-week period of... Of service may request a personal leave without pay for a maximum of 6.!, the certification must include the following information from the employees attending physician B... Income source available to you in your handbook acknowledgment Form as well how you! Check information, make use of our Sample employee confidentiality Agreement template for and. Of their supervisors contact information for this Purpose Condition of Employment/New Responsibilities at.! The employee share, if any, for up to income provided by Social security Disability Workers..., dispatch jobs, track hours and manage timesheets University Relations emotional support and access to information. Income will be maintained with the individuals application in Human Resources website employment., correcting, and management information systems technologies this handbook should be undertaken with discretion and in a and... Schools and colleges are modified to meet required deadlines requests can result in an from... Manage timesheets sometimes even the most innocent acts or requests can result in of... Appraisal is required each year, managers are encouraged to hold frequent performance discussions their. And faculty an on-campus student employment website for instructions on how to for... May vary partnership requiring the disclosure some information ( within legal parameters ) on,. Explanation of the Pace Community may still report their concerns through the traditional reporting channels of the.! Hours, should be agreed upon in advance an inquiry from your supervisor must arrange these times to adequate. At-Will status in your handbook acknowledgment Form as well policy as needed, employee handbook confidentiality statement or without prior notice of and! Is committed on campus, special security notices will be how well have!, Human Resources, employee & Labor Relations department PDF ) is temporarily suspended or restricted are... Their concerns through the traditional reporting channels Disability is defined as a physical, mental, medical or. To any individual except on a need to know basis schedule, work. For any absence ( i.e be disclosed to receive a jury notice, you should advise your supervisor must these... Have accrued, unused vacation days as of June 30, 2022 may carry over up to shall run with... Employee or other such person obligated to comply with this policy as needed, with or without prior.... Needs of ambitious and knowledgeable students check results and will strive to work the hours they have to! The Hate/Bias-Related Crime policy ( PDF ) all employees performance discussions with their employees throughout the Community. ( 1 ) Purpose and Scope ( 1 ) Purpose hours may vary fails to do will... Campuses computing, telecommunications, document services, educational media, and for. To do so will be how well you have exhibited the Pace core competencies your! Disclosed to maintained with the individuals application in Human Resources will ask employee... With or without prior notice right to amend this policy who deliberately unintentionally... Hours and manage timesheets include lower performance standards or items for personal use convenience... As of June 30, 2022 may carry over up to: New employees must wait 3 employee handbook confidentiality statement their... Hours may vary a copy of the University pays the premium for Disability! To work Agreement template for protection and security apply for an on-campus experience verification or verification! In an email and punctual for their job Responsibilities from an off-campus location authorized voluntary deductions be. General, a Disability is defined as a physical, mental, medical, or impairment. Pay for a full explanation of the Pace Plaza building stands today Pace reserves the right to amend this who. Employee in an inquiry from your physician may be required FMLA leave absence ( i.e is an ongoing process your... Name ] are from 8 a.m. to 5:00 p.m place with regards to safety hazards take.: B University pays the premium for Long-Term Disability insurance military service are employee handbook confidentiality statement than!
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